STRATEGIC CONTRIBUTION OF HR

TO THE BUSINESS WORLD &

CHANGING TRENDS OF HRM
Characteristics of
Strategic HR
Underpinning people management
View people as a competitive resource
Planning approach for resources
Number
Skill
Potential
Add long term value instead of short term
Bring together multifacilited activities
Comprehensive Covers the entire operations
High value added focus critical issues
Build social capital help knowledge sharing,
networking and relationship
Anticipated change through horizon
scanning and internal sensing
Strategic Contribution
Determine where you are
Identify whats important
Define what you must achieve
Determine who is accountable
Review. Review.. Review
Determine where we (Organization) are
Identify whats important.
Scanning of Environment
Internal
External
Linking business and HR Strategy
Factors affecting linkage
Planning Process
Formal & Informal
Deliberative and emergent
Define what Organization must achieve
Determine who is accountable
HR alignment with business objective
What stops HR from Succeeding in
strategic framework
Human resource is not recognized as a source
of capital

Weak organization leadership

Poor teamwork across organization

Business strategy poorly define

There is little forward planning

Poor resources assumed to be unlimited free

or fully trained

Resources are not hoarded and not shared

HRs own problem
Obstacle to Success
Time

Capacity

Focus

Capability

Positioning

Organizations
Relationship with management not working
HR not letting go

The line not taking it up

Senior managers sending wrong signals

Result of all this
Inadequate HR service performance

Concentrating on low values tasks

HR policies are disjoined and inconsistent

They serve functional not organizational needs

Weak functional leadership

Poor internal reputation

Human capital not exploited

What HR Should DO???
Construct work force plan

Establish balance between demand / supply

Are the right people hire for right job?

Review you recruitment model

Review retention model

What HR Should DO???
Are you able to motivate staff
Degree of engagement

Motivation

Demotivation

Pay and performance

Employee awareness

Job
Goals
What HR Should DO???
How skilled are line managers
Appraising performance
Giving feedback
Developing skills
How effectively skills
Employees allocated to job
How well jobs are structure
Employee moved to meet business needs
What HR Should DO???
What is organizations ability to change

innovate
How good is the organization governance

structure
How strong are organizations value
Diversity

Whistleblower

Metallic progression
Measure people and HR
performance
Critical success factor

Key performance indicators

Service level reviews

Customer reviews

Employee attitude
CHANGING TRENDS IN HR
#1. The Changing Role of the HR Professional
#2 - The War for Talent
#3. Outsourcing of HR Functions: The Virtual
HR Organization
#4. The Healthy Workplace: Wellness, Work-
Life Balance
#5. The Diverse Workforce
#6. The Impact of Technology
#7. Talent Management: Leadership
Development
#8. Talent management: Succession Planning
#9. Corporate Values and Culture
#10. Impact of Legal and Compliance Issues